Abraham Ash's extensive experience advising government and private clients on employment, industrial relations and safety issues includes employment contract negotiation, interpretation and drafting, reconstructions, unfair dismissal claims, post-employment restraints and confidential information, workplace policies, fraud and white collar crime, and discrimination and equal opportunity law.

In addition to advising clients, Abraham regularly appears for major corporate clients in industrial tribunals, and has run a number of contentious work health and safety, employment and restraint litigation cases.

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Workplace Relations, Employment and Safety

IBM Australia: Abraham successfully defended an unfair dismissal application in the Fair Work Commission. The case raised interesting legal questions on what constitutes a genuine redundancy and the application of the modern award for IT professionals.

Smith & Nephew: Abraham provides day-to-day employment law advice to Smith & Nephew.

Glencore International AG: Abraham advised on discretionary bonus schemes and other areas of general employment law.

Chevron International Pte Ltd: Abraham is advising on various long service leave and redundancy issues.

Jaguar Land Rover: Abraham advises on all employment-related matters, including drafting employment contracts and policies and termination/redundancy issues and strategies.

Mattel Inc: Abraham provides strategic advice and representation in employment and industrial law.

Dexus Property Group: Abraham advised on a range of employment law including employment contracts, Modern Award interpretation and unfair dismissal, such as the drafting and amendment of employment contracts and consultancy agreements.

oOh! Media: Abraham advised on transfer of employment issues associated with oOh!'s acquisition of Eye Corp.

HRX Holdings: Abraham advised HRX regarding an executive (co-founder and director of the company) who agreed to a two-year post-employment paid restraint, but left HRX to join a direct competitor. HRX successfully enforced the restraint. This was an excellent outcome as this decision is now an important precedent for employers attempting to enforce lengthy post-employment restraints.

See Workplace Relations, Employment and Safety


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